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If your firm is growing, it may soon be time to hire your first new associate. This sounds great, but beware: you should be cognizant that legal pitfalls await the employer who fails to properly navigate the small business legal labyrinth. Below, we introduce some of the very basics of new associate hiring.
Small Business, Big Consequences
What's the difference between a small business and a large business? The most relevant is the larger firm's ability to handle legal rough patches. Just a single legal misstep could seriously maim a small business -- maybe even spell its end. Hiring a new associates means that you're already well on your way to generating business, but you should also consider the legal logistics of the hiring process:
Getting the Right Help
Looks scary? It can be if this the first time you've ever gone through the process. This is why a fair number of firms don't even bother trying to handle it all themselves and contract out with another firm. A little secret is calling on the expertise of payroll firms and taking down information. Since there's a good chance that you might be in the market for their services, they can be amenable to helping you because when you hire them, they benefit.
But maybe you have confidence in your abilities to navigate all the legal issues yourself. It's daunting, but possible. Fortunately, groups like the Small Business Association offer great lists the help lawyers stay on top of general compliance. Review these materials thoroughly.
Get a Lawyer
As we've already mentioned, hiring a new associate attorney is a daunting task because of the legal considerations you must keep in mind. Do yourself a favor and just crunch the numbers. You should not tackle the legal aspects yourself unless you're already an expert in employment law (unlikely). Calculate the extra money you expect to draw in from a new hire. If the numbers still make sense, contact an employment law firm to draw up the papers.
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